data collection 2-3 pages only rewrite
usstudent45
brianna_.docxThe chapter seeks to conduct analyses of the data that was collected in the previous chapter in relation to the research objectives of the paper as guided by the research questions. The section seeks to respond the research questions that were outlined earlier in the paper with regard to intercultural communication within the aviation industry in the UAE, and whether the aviation industry puts emphasis on cultural sensitivity as a way of promoting intercultural communication. The section will begin by outlining the cultural representation of the aviation industry, in relation to how aviation companies demonstrate cultural sensitivity via their human resource in response to the various cultural groups that make up most of their clients. The paper will then proceed to answer the answer the research question by connecting the data to the research questions. SOFA (Statistics Open For All) software will be used for data analyses. Comment by Zayed University: Wrong statement Comment by Zayed University: You can just say SOFA Statistics application will be used for data analysis the program will allow us to ….. (Compare/contrust) or reveal the result of the survey
Demographic aspects
Freq Comment by Zayed University: You can add a caption that explains the table
Gender
Male
57
Female
47
Age
1.0
2
2.0
22
3.0
55
4.0
25
Education
2.0
2
3.0
58
4.0
44
Experience
1.0
1
2.0
26
3.0
52
4.0
25
Table 1:
16
Data showing the demographic distribution of employees in relation to gender, age, education and professional experience). Comment by Zayed University: There’s also more
Gender, age, education, and professional experience, as indicated in the literature review can significantly affect the cultural sensitivity of individuals. The first aspect of demographics that can be read from Table 1 is that of the 104 respondents 57 were male while 47 were female. This disparity in this case is not huge implying that the aviation industry is relatively gender sensitive. With regard to age, there is the realization that the age bracket in the aviation industry is between 31 and 43. This indicates that the aviation industry mostly employs personnel who have had aviation experience for some years. Therefore, there is an increased likelihood that the employees will have some knowledge concerning intercultural communication in the aviation industry. Table 1 also indicates the aviation industry in the UAE prefers individual who at least have college education. Furthermore, experience is also a matter of consideration in the aviation industry. These findings indicate that the aviation industry at least to some degree is aware of the importance of cultural sensitivity in a multicultural environment. This is reflected in aspects such as gender equality, age bracket, and emphasis on college education. From the literature review, these are important determinants of gender sensitivity within a given environment.
Cultural sensitivity aspects
Freq
Awareness
1.0
11
2.0
45
3.0
48
Reason
1.0
18
2.0
17
3.0
69
Sensitive
1.0
46
2.0
44
3.0
13
Level001
1.0
94
2.0
10
Table 2 (shows intercultural awareness and sensitivity among respondents)
Demographics alone are not accurate indicators of cultural sensitivity. This is because there are other factors other than cultural sensitivity that can influence demographic distribution within a given workplace environment. Table 2 demonstrates of the 104 respondents 48 were not aware of culture of the people
INTERCULTURAL COMMUNICATION IN AVIATION
17
they deal with. Only 11 respondents were aware of the culture of the people they deal with. This demonstrates that majority of workers in the aviation industry chose to be blind to the culture of their fellow workmates. However, when asked on whether they considered themselves culturally sensitive, only 13 employees agreed that they were insensitive. In essence, there were inconsistencies with regard to cultural awareness and claims of cultural sensitivity. This is because it would be difficult for one to claim cultural sensitivity when they are not aware of the diversity of culture within their environments.
Reason
1.0
2.0
3.0
Freq
Freq
Freq
Level001
1.0
14
17
63
2.0
4
0
6
Table 3 (shows results of the relationship between cultural sensitivity and intercultural communication)
There need to be correlation between cultural sensitivity and intercultural communication in order to effectively answer the research question. Table 3 indicates that of the respondent who professed that culture of their workmates was important, 14 said that this helped them to know how to communicate better with people from diverse cultures. On the other hand, 17 of the respondents could not relate cultural sensitivity to communication while the rest were whether such a relationship existed. This indicates that despite the fact that majority of the respondents were aware of cultural sensitivity, they did not think it was important for intercultural communication.
Effectiveness of intercultural communication
In answering the research question, of the level of effectiveness in intercultural communication in the aviation industry in the UAE, it is important to conduct a cross tabulation analyses within organizations in the industry. Comment by Zayed University: I don’t think you need a comma just write it in a full sentence in a way Comment by Zayed University: Can you just add few sentences telling what answer did you find from the surveys regarding the effectiveness of intercultural communication. What did you find out?
Freq
Col %
Effectiveness
1.0
79
76.0%
2.0
25
24.0%
TOTAL
104
100.0%
Table 4(a)
Effectiveness
1.0
2.0
Freq
Col %
Freq
Col %
Age
1.0
2
2.5%
0
0.0%
2.0
15
19.0%
7
28.0%
3.0
42
53.2%
13
52.0%
4.0
20
25.3%
5
20.0%
TOTAL
79
100.0%
25
100.0%
Competent
1.0
70
88.6%
20
80.0%
2.0
9
11.4%
5
20.0%
TOTAL
79
100.0%
25
100.0%
Education
2.0
2
2.5%
0
0.0%
3.0
42
53.2%
16
64.0%
4.0
35
44.3%
9
36.0%
TOTAL
79
100.0%
25
100.0%
Experience
1.0
1
1.3%
0
0.0%
2.0
21
26.6%
5
20.0%
3.0
36
45.6%
16
64.0%
4.0
21
26.6%
4
16.0%
TOTAL
79
100.0%
25
100.0%
Gender
Male
44
55.7%
13
52.0%
Female
35
44.3%
12
48.0%
TOTAL
79
100.0%
25
100.0%
Native
1.0
25
31.6%
11
44.0%
2.0
54
68.4%
14
56.0%
TOTAL
79
100.0%
25
100.0%
Table 4(b) (effectiveness in intercultural communication)
Effectiveness in intercultural communication is shown in Table 4(a) and Table 4(b). Table 4(a) indicates that most responds feel that intercultural
communication in their respective companies as very effective. Table 4(b) shows that majority of the respondents who felt that the level of effectiveness of intercultural communication in their respective companies was high were male (55.7%) within the age bracket of between 31 and 44 years (53.2%). 88.6% of the respondents who had education above college level of education said that they were competent in communicating with people from different cultural backgrounds. Non nativeNon-native speakers also demonstrated high cultural sensitivity in relation to intercultural communication as compared native speakers. Comment by Zayed University: Wrong phrase I believe
Table 5(a) and 5(b) seeks to answer the question of barriers to intercultural communication, and whether cultural diversity has significant correlation to organizational culture.
Freq
Col %
Cultural_Diverse
1.0
61
58.7%
2.0
43
41.3%
TOTAL
104
100.0%
Table 5(a) (barriers to intercultural communication)
In most pluralistic environment, language barrier stands out as one of the most prominent barriers to intercultural communication. Table 5(a) indicates that 58.7 felt that language barrier was an impediment of intercultural communication. Table 5(b) also indicates that a majority of employees felt that culture of employee contributed significantly to organization’s culture. Furthermore, 62.3 of the respondents agreed that cultural diversity was an important factor in creating harmonious working environment within an organization. These respondents felt that too much diversity affected the creation of a harmonious working environment negatively.
Objective
1.0
2.0
3.0
Freq
Col %
Freq
Col %
Freq
Col %
Cultural_Diverse
1.0
38
62.3%
20
58.8%
3
33.3%
2.0
23
37.7%
14
41.2%
6
66.7%
TOTAL
61
100.0%
34
100.0%
9
100.0%
Table 5(b)
Table 6 seeks to answer the question of the level of sensitivity of employees in the aviation industry with regard to cultural groups other than their own.
Sensitive
1.0
2.0
3.0
Freq
Col %
Freq
Col %
Freq
Col %
Age
1.0
2
4.3%
0
0.0%
0
0.0%
2.0
12
26.1%
6
13.6%
3
23.1%
3.0
22
47.8%
27
61.4%
6
46.2%
4.0
10
21.7%
11
25.0%
4
30.8%
TOTAL
46
100.0%
44
100.0%
13
100.0%
Education
2.0
1
2.2%
0
0.0%
1
7.7%
3.0
21
45.7%
31
70.5%
5
38.5%
4.0
24
52.2%
13
29.5%
7
53.8%
TOTAL
46
100.0%
44
100.0%
13
100.0%
Gender
Male
27
58.7%
27
61.4%
2
15.4%
Female
19
41.3%
17
38.6%
11
84.6%
TOTAL
46
100.0%
44
100.0%
13
100.0%
Native
1.0
12
26.1%
17
38.6%
7
53.8%
2.0
34
73.9%
27
61.4%
6
46.2%
TOTAL
46
100.0%
44
100.0%
13
100.0%
Table 6 (cultural sensitivity findings)
Cultural sensitivity is important because it contributes significantly to intercultural communication in a pluralistic environment. Table 6 shows that majority of employees were culturally sensitive. 47.8% of people between the age bracket of 31
INTERCULTURAL COMMUNICATION IN AVIATION
19
and 44 were culturally sensitive. 52.2% of employees with tertiary level of education were culturally sensitive, while 73.9% of non-native speakers were culturally sensitive. The findings also indicate that a majority of male employees (58.7) were culturally sensitive. This implies that age, gender, level of education, and whether one was a native speaker or not affected cultural sensitivity.
The last research question in establishing whether cultural diversity promoted innovativeness and creativity among employees
Freq
Col %
Creativity
1.0
102
98.1%
2.0
2
1.9%
TOTAL
104
100.0%
Table 7 (correlation between cultural diversity, creativity and innovativeness among employees).
The effect of cultural diversity on innovativeness and creativity is important. This is because it will determine the likelihood of companies to employ people from diverse cultures. Table 7 demonstrates that there is a strong correlation between cultural diversity, innovation and creativity. This is because 98.1 employees felt that cultural diversity in the workplace promoted creativity and innovativeness.
Table 7 above shows that 98.1% of the respondents agreed that working together with people of different cultures improves creativity and innovativeness. This implies that when people from diverse groups work within the same environment, then their level of productivity and commitment to the company will increase.
